Harassment and Discriminations Protections
The 黑料天堂 is committed to establishing and maintaining an environment in which students, faculty, staff and guests are free from all forms of harassment and sexual misconduct. The University鈥檚 policies prohibit such harassment and misconduct and apply to all members of the University community. All members of the University community are responsible for helping to ensure a community free of such prohibited conduct.
The 黑料天堂 is an EO/AA employer and does not discriminate on the basis of race, color, national origin, sex, pregnancy, sexual orientation, gender identity and gender expression, religion, age, genetic information, disability, protected veteran status or any other applicable legally protected basis. The University is committed to protecting individuals from retaliation who participate or engage in protected activities.
The University鈥檚 Human Resource Office and/or Title IX Office is charged with the investigation and resolution of complaints regarding employment discrimination, harassment, or retaliation prohibited by law or University policy.
Effective January 25, 2019, applications for NIH institutional training grants (T15, T32, T34, T35, T36, T37, T90/R90, TL1, TL4) must include a letter on institutional letterhead signed by a key institutional leader describing the institution鈥檚 policy on harassment and assault. This letter to ensure that proper policies, procedures, and oversight are in place to prevent discriminatory harassment and other discriminatory practices. Combine all Letters of Support into a single PDF file.
See full NIH policy notice here:
Implementation of NSF鈥檚 Notification Requirements Regarding Harassment and Sexual Assault
Contact: Please direct questions concerning this procedure to Dusty Layton, Executive Director, Office of Research Compliance and Assurance. dlayton@southalabama.edu
Effective October 22, 2018, the National Science Foundation (NSF) published a final rule regarding award term and condition entitled 鈥溾��. That term and condition requires the University to notify NSF promptly of findings of 鈥渟exual harassment, other forms of harassment, or sexual assault鈥� against an NSF-funded principal investigator or co-PI, as well as interim administrative actions imposed by the University. This rule applies to new NSF awards and funding amendments to existing awards.
The purpose of this implementation procedure is to inform the University community, especially NSF-funded investigators, how the University expects to implement this expanded and formalized agency notification requirement.
Currently, this procedure addresses NSF reporting only. It is anticipated that additional funding agencies or organizations may adopt reporting notification requirements similar to the NSF. The University may update this procedure as necessary to address such additional notification requirements.
The University has zero tolerance for hostile and harassing conduct while attending University related or sponsored activities off University premises. Persons founds to be in violation of the University harassment policies will be subject to disciplinary action. If any employee believes that he/she is or has been the subject of any form of harassment, contact the University Human Resources Office immediately.
Effective January 28, 2019, NSF鈥檚 Proposal and Award Policies and Procedures Guide (PAPPG) requires conference proposers to have a policy or code-of-conduct that addresses sexual harassment, other forms of harassment, or sexual assault, and that includes clear and accessible means of reporting violations of the policy or code-of-conduct. This policy or code-of-conduct must be disseminated to conference participants prior to attendance at the conference as well as made available at the conference itself.
Those considering hosting or organizing an NSF-funded conference should contact Sponsored Projects Administration for additional information and support in the development of the required policy or code-of-conduct.
(includes FAQs)